Table 2 - uploaded by Predrag Dašić
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Advantages and disadvantages of modern types of organizational structures.
Source publication
Hierarchical planning principle was applied in all organizations, in contemporary organizational structures the number of levels is getting smaller. Subordination is present at every level. For this reason, the organization presents the structured institution, and if not, then a crowd of people. The organizational structure is indispensable and the...
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Citations
... The workforce in its traditional sense was free from emotion and characterised by stability, structure, and routine (Serifi & Dasic, 2012). The employer-employee contract was more literal in nature. ...
The definition of work has been significantly impacted by the rise of the open talent economy and a greater focus on outcome-based work design. These changes have led to a reconceptualisation of the psychological contract as organisations seek new ways of work to achieve sustainable success, whilst employees are expecting work design as part of an attractive employee value proposition. With the acceleration of the changing world of work it has become imperative to explore how organisations respond to the changing psychological contract. The chapter provides a high-level and speculative perspective on the trends that will impact the world of work over the coming years and positions these trends as changes to what we refer to as ‘work’.
Background
Hospitals should have effective and efficient organizational charts to face the changing healthcare environment. Thus, for this purpose, the present study seeks to compile an organizational chart for Iranian hospitals.
Materials and methods
The present study was conducted in two phase overview and qualitative (using focus group discussion). In the overview phase, the organizational charts of hospitals were analyzed in terms of complexity (i.e., degree of horizontal and vertical separations), and the initial hospital organizational chart was developed based on the results. Subsequently, experts were interviewed in a focus group discussion to finalize and validate the initial organizational chart.
Results
The final organizational chart was designed to contain features such as internal divisions, specialization, reduction of organizational hierarchies, expansion of supervision scope, and moderate-sized organizational pyramid.
Conclusion
Using designed organizational chart would eliminate the redundant managerial levels since it reduces organizational hierarchies to two levels of management, expands the supervision scopes, fosters a moderate-sized organizational pyramid, and catalyzes communications.
This Capstone examines a personal story of achieving intellectual growth and a more honest sense of oneself through the learning and the coaching achieved in the graduate program in Organizational Dynamics and in Organizational Consulting and Executive Coaching (OCEC) at the University of Pennsylvania (Penn). It describes the efforts and the opportunities to acquire new concepts, tools, and approaches for dealing with human dynamics and dynamics of change in organizations. It also explains how beyond teaching consulting and coaching methods and tools useful for changing the behavior of people in leadership roles in organizations, this Program, put a great emphasis on the need to examine oneself, to become aware of one’s assumptions, strengths, and weaknesses, motives, actions and consequences. Accordingly, this Capstone highlights particular readings, class exercises and personal coaching by teachers that influenced the path to personal growth, and it shows how this learning process helped to change the leadership style at work and the personal behavior outside of work of a person who participated in this Program. I am this person, and this Capstone describes my personal experience.
Total rewards are possibly one of the most symbolic artefacts that employees see and experience during their working career. It signals many things like status, value, lifestyle, seniority, and performance which has been fairly stable over the last decade. Total rewards are documented in every employee’s appointment, and annual salary increase letter. Accordingly, it is a constant reminder of ones standing. It is anticipated that the disruption caused by the digital era will affect the psychological contract between employer and employee, particularly in the total rewards arena. Organisations need to be aware of the possible damage this will cause and find solutions to repair the psychological contract. This chapter shares trends and practices that might assist.
Most enterprises in the Serbian economy are guided, structured and culturally oriented in a way that accepts only minor changes. When such companies face with the challenges from the environment, they respond in an inadequate manner and with a delay. There is an increasing need for the enterprise to have a strategy which is harmonized with the structure that allows normal functioning and, on the other hand, to has an ability to notice and make innovative changes. The organization is successful if its organizational structure allows it through the continuous process of designing and process of making decisions about a number of issues with regards on the form, system and characteristics of the organization (enterprise) of machine industry. Regardless of the size and diversification of the organization, when designing new solutions an attention should be paid to the future of the organization for the challenges yet to come, but also on the motivation of individuals related to the organization's goals. Today doing business is more complex and constantly seeks creation of added value and competitive advantages. New opportunities for better business are within the organizations and through the achievement of efficiency and effectiveness by involving all stakeholders.
